Hot Trends in Training and Development
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| Eric Sanderson |
The following guest column was excerpted from an article written by Eric Sanderson, a consultant with FMI Corporation in its
January 12, 2005—Structured on the job mentoring and in-house seminars taught by internal subject experts are the two most widely used methods of training delivery according to FMI's 2004 Training Report survey responses. In-house seminars taught by outside suppliers are third on the list, followed by seminars taught by internal training professionals and by local industry/trade associations. Learning without live instructors continues to gain popularity and many companies are utilizing online courses, videotapes, and audiocassettes as a means to deliver just-in-time training.
In 2002, 14% of the respondents felt that nothing could convince them to offer computer-based training. This year that number had fallen to 3%. It is interesting to note that 34% of the respondents felt that a lack of computer skills was an obstacle to computer-based training (CBT) and that one of the top 10 training goals for this year is computer-based/software-skills training.
Training trends
One of the greatest challenges facing the construction industry today is the availability of qualified labor. According to the 2000 Census, the workforce in the
TREND #1: Train the Ones You Have
The first thing any contractor should do is focus on the employees that they already employ and begin to create star employees from the existing labor pool. Each employee has a different set of skills. By identifying and building on these skills, companies can create and nurture superior performers. This can only be accomplished through a focused effort to provide the best resources, education, and training available.
TREND #2: Benefit from Mentoring
Formalized mentoring programs are an excellent way for senior employees to transfer knowledge to newer, less experienced employees. This is also a way to capture the knowledge of the more senior employees and build an organization where everyone takes part in its improvement. Some companies provide bonuses at the satisfactory completion of the mentoring program to provide an incentive system for the senior employees.
TREND #3: Implement a Development Program
A formal program of employee development is another opportunity to create long-term loyalty. This may be as simple as defining a training plan or objectives on a yearly basis or offering a corporate university program to all employees.
TREND #4: Hire a Training and Development Manager
As with any formal discipline, training and development needs a dedicated leader or set of leaders. The responsibility for training and developing should not be an additional task assigned to an already overburdened position. Instead, a professional training and development manager should be hired that can focus 100% of the time on achieving the organization's goals. Additionally, this person can be held accountable for the success of the program.
TREND #5: Use Rotation Training
Rotation training is an excellent way for employees to gain an understanding of how the entire organization works. Increasingly, contractors require that a project manager candidate work in the field as a foreman or superintendent, for example, before becoming a project manager. In addition to an increased understanding of the organization, the candidate also learns how to communicate with staff in other areas of the company.
TREND #6: Focus on Basic Elements
Training and development should not focus solely on technical skills. Other skills, such as business management and leadership, are critical for overall employee success. Instead, development of employees should be focused on specific elements critical to the business function, including in addition to technical skills, processes, people skills, business knowledge, and leadership skills.
TREND #7: Share Lessons Learned
As a formal process, lessons learned can be a valuable tool in the continuous improvement process. Each project should end with a post-job review meeting where the key lessons learned are captured and shared throughout the organization. Many contractors require project managers and superintendents to write a report after each project and present it to senior management. In this manner, companies can use the internal knowledge they already have to make each job better than the last.
TREND #8: Document Standard Operating Procedures
Short of the employee manual, most companies do not offer training on standard operating procedures and processes. It is not unusual for employees to be unclear about company policy. A good test is to ask: do all of your estimators use the same process, computer program, and productivity rates when putting together an estimate? And, do all of your project managers follow the same process for tracking submittals and obtaining subcontractor insurance verification? If the answer is no, then some formal training on company policies and procedures would be time well spent. This training will ensure internal efficiency.
TREND #9: Invest in IT Training
The application of technology is consistently hampered by a lack of training. Contractors typically spend their entire IT budget purchasing licenses for software or hardware and neglect to budget appropriately for training. It is estimated that less than 50% of IT capability is used due to a lack of training. Additionally, more and more college graduates are coming into the construction industry with the expectation of being able to use their knowledge of systems. If contractors are slow, or reluctant, to train employees on IT systems' use, it will impact their ability to recruit.
TREND #10: Encourage Job-Site Visits
Job-site visits are a great way to increase knowledge throughout the organization. Superintendents, foremen, and project managers should be required to periodically visit other job-sites to observe. Some contractors even require written reports of job-site visits.
TREND #11: Teach a Class
Employees who attend classes outside the company should be asked to present an abbreviated version of the material learned to employees that did not attend the class. By doing so, employees are forced to pay attention, take notes, and consider the application of the knowledge. This also aids in developing employee presentation skills and professionalism.
TREND #12: Find Manufacturer, Supplier, and Association Training
Most manufacturers, suppliers, and associations have well-developed training programs. Contractors can benefit greatly by taking advantage of these opportunities. Manufacturers and suppliers are often happy to provide additional training on the use of their products or equipment. Human resources and legal consultants can also provide on-site training on specific subjects.
TREND #13: Create Lunch and Learn Opportunities
On-site training during lunch is another opportunity to make use of your crew's time. By providing lunch during the training, companies make employees feel that they have not lost their lunchtime. Again, look for opportunities to provide on-site training from outside sources or from employees re-teaching a course. This may also be an excellent time for an owner or president of the company to visit with the crew, offer company updates, or provide training on policies, procedures, and processes. On-site training can also be conducted in the afternoon by ending the workday one hour early.
These are just a few of the many ideas currently being utilized by contractors all over the country. Be creative in how you provide training and development, and also be purposeful. It is our responsibility to continue to train and develop the people we have in order to achieve more and meet the continuing demand of higher productivity and reduced risk.
